Labor Relations Improve Team Performance

Question: Discuss about the Labor Relations for Improve Team Performance. Answer: Introduction: During the term of a collective agreement, management and the union sit down to discuss current issues in the workplace at the management meeting. The following conflict came before the management. In this case, functional conflict or win-win situation is created because of behavioural foundation of Jill. Two types of conflict take place within a company. They are functional or dysfunctional conflict. Functional conflict means difference between employees that are healthy or constructive in nature while dysfunctional conflict means disagreement between employees that is unhealthy in nature (Bradley et al., 2013). Stages of Conflict Process Model: Stage 1 of conflict is incompatibility that may arise due to lack of communication, inappropriate structure of the organisation and personal characteristics (Dyer Song, 2015). Based on the scenario, Jacks organisation laid foundation of conflict the moment when they avoided Jack for his appraisal, which ideally is supposed to be done in advance of his anniversary date. Stage 2 is cognition and personalization; this stage took place when Jack communicated this to Jill that his performance appraisal is due. Stage 3 of conflict is intentions; this means the degree to which one may be interested to solve the existing differences. In this case, Jill was not interested to solve Jacks issue of performance appraisal, as she was busy with her own work. Stage 4 is behaviour, this means reaction of the other party due to the conflict. In this case, Jacks refusal to take up work can be termed as her behaviour. Stage 5 is outcomes this may be good or bad depending on the parties interest to solv e them. In this case, the conflict became even worse. Conflict Handling Approach: Jill should use the accommodation approach of conflict management. Jack should use the collaboration approach. To avoid the situation, Jill should have taken out time to settle the conflicted issue with Jack. If not immediately, she could have, by way of communication decreased Jacks frustration of not receiving annual appraisal. Conclusion: If Jack represented the union and Jill represented the management then the negotiation between them would have given positive outcome, as they would be able to relate to their situations more easily as part of the management. References: Bradley, B. H., Klotz, A., Baur, J. E., Banford, C. G. (2013, January). When Does Conflict Improve Team Performance? A Review of Evidence and Framework for Future Research. InAcademy of Management Proceedings(Vol. 2013, No. 1, p. 17093). Academy of Management. Dyer, B., Song, X. M. (2015). The relationship between strategy and conflict management: A Japanese perspective. InProceedings of the 1995 Academy of Marketing Science (AMS) Annual Conference(pp. 126-132). Springer International Publishing.